<p>OP: recommend your daughter check-in w/HR department, if it exists, and reread her employee manual, if that exists. Most midsized and larger firms have both, as well as a formal policy for reviewing employees, advising employees in writing for deficient performance, and termination policies. Seems either this manager didn’t follow company policy, or perhaps it wasn’t included in OP post. Certain steps should have occurred before she was fired. HR usually likes to know via exit interview if there’s a problem manager, because they’re usually held accountable for their actions as part of litigation avoidance policies. </p>
<p>Most work environments include some sour interpersonal politics and managers who’ve sometimes have difficulty managing their staff. Some managers are poor people managers, whether due to poor communication or people skills. Most mid-career folks have experienced at least one terrible boss or work situation.</p>
<p>Years ago I worked at a firm for eight years before I left for a much better position, feeling under-appreciated after no significant promotions despite a stellar work record on difficult projects and chairman’s pet projects. Environment had undermined my confidence, with me feeling the problem was ME. Soon after I left, I ran into another woman who left firm year before me, who asked if I was suing for sex descrimination too. She told me that six women had already filed suits over prior four years (for a 60 person firm). I didn’t, but later was commended by other senior management people for having survived that firm for so long. (Senior management turnover was very high too.)</p>
<p>Though almost everyone is fired/terminated/laid-off at some time in their career, and experienced terrible bosses, we’re advised not to discuss it in the job interview process. Key is to remain positive in interview, to note “management change” for reason to leave (except for cause such as theft, etc), talk about positive experience elements of that prior job, and keep looking forward.</p>
<p>If relatives are negative or nonsupportive “achievers”, perhaps it’s time to reduce their influence by reducing visits, and limiting conversations to nonconsequential topics.</p>